تاثیر ادراک از قلدری سازمانی بر تمایل به ترک خدمت از طریق رفتار رهبری و تعهد سازمانی (مورد مطالعه:دانشگاه آزاد اسلامی واحد تهران جنوب)

محورهای موضوعی : جامعه شناسی

حمیرا عبدی ¹ , عبدالرضا سبحانی ² , سید مرتضی موسویان ³ , حجت الله عباسی ⁴

1 - دانشجوی دکتری مدیریت فرهنگی، دانشکده مدیریت ، واحد تهران جنوب ، دانشگاه آزاد اسلامی ، تهران، ایران .
2 - استادیار ،دانشکده مدیریت ، واحد تهران جنوب ، دانشگاه آزاد اسلامی ، تهران، ایران ( نویسنده مسئول ) E- mail: [e-mail]
3 - استادیار، دانشگاه صدا و سیما، تهران، ایران
4 - استادیار ،دانشکده مدیریت ، واحد تهران جنوب ، دانشگاه آزاد اسلامی ، تهران، ایران

تاریخ دریافت : 1400/06/15 تاریخ پذیرش : 1400/11/20 تاریخ انتشار : 1401/12/01

کلید واژه: تمایل به ترک خدمت, تعهد سازمانی, رفتار رهبری, ادراک از قلدری سازمانی,

چکیده مقاله :

هدف پژوهش حاضر بررسی تاثیر ادراک از قلدری سازمانی بر تمایل به ترک خدمت از طریق رفتار رهبری و تعهد سازمانی است. پژوهش حاضر از نظر هدف کاربردی و از نظر نحوه گردآوری اطلاعات توصیفی از نوع همبستگی است. جامعه آماری پژوهش حاضر را کلیه کارکنان دانشگاه آزاد اسلامی واحد تهران جنوب به تعداد1000نفر است که از طریق فرمول محاسبه نمونه گیری کوکران تعداد 287 نفر به عنوان نمونه از طریق روش نمونه گیری طبقه ای متناسب با حجم انتخاب شدند ابزار پژوهش پرسش نامه استاندارد ادراک از قلدری سازمانی اینرسن وهمکاران (2009) و پرسش نامه استاندارد تمایل به ترک خدمت کیم و همکاران (2007) و پرسش نامه استاندارد تعهد سازمانی مایر و آلن( 1990)و پرسشنامه استاندارد رفتار رهبری گوبا و همکاران (2013) بودند که روایی پرسشنامه ها بر اساس روایی محتوایی با استفاده از نظر صاحب نظران،صوری بر مبنای دیدگاه تعدادی از جامعه آماری و سازه با روش تحلیل عاملی مورد بررسی قرار گرفتند و پس از اصطلاحات لازم روایی مورد تائید قرار گرفت و از سوی دیگرپایایی پرسش نامه ها با روش آلفای کرونباخ به ترتیب (88/0) ،(89/0) ، (92/0) و (91/0) برآورد شد . تجزیه و تحلیل داده ها در سطح استنباطی مشتمل بر مدل سازی معادلات ساختاری انجام گرفت. نتایج پژوهش نشان داد که ادراک از قلدری سازمانی از طریق تعهد سازمانی بر تمایل به ترک خدمت تاثیر منفی و معناداری دارد که ضریب این تاثیر 35/0 -است و ادراک از قلدری سازمانی از طریق رفتار رهبری بر تمایل به ترک خدمت تاثیر منفی و معناداری دارد که ضریب این تاثیر 25/0 -است و همچنین ادراک از قلدری سازمانی بر تمایل به ترک خدمت تاثیر مثبت و معناداری دارد که ضریب این تاثیر 67/0 است.

چکیده انگلیسی:

The purpose of this study is to investigate the effect of perception of organizational bullying on the Intention to Leave Work through leadership behavior and organizational commitment. The present study is applied in terms of purpose and in terms of how to collect descriptive correlational information. The statistical population of the present study is all employees of Islamic Azad University, South Tehran Branch, 1000 people, who were selected through the Cochran sampling calculation formula, 287 people as a sample through stratified sampling method appropriate to the volume. Inersen et al. (2009) and the standard questionnaire of Intention to Leave Work Kim et al. (2007) and the standard Meyer and Allen Organizational Commitment Questionnaire (1990) and the standard questionnaire of Goba et al.'s leadership behavior (2013) based on the validity of the questionnaires. Content validity was examined using experts' opinions, formally based on the views of a number of statistical and structural populations by factor analysis method and after the necessary terms validity was confirmed and on the other hand the validity of the questionnaires by Cronbach's alpha method respectively. (0.88), (0.89), (0.92) and (0.91) were estimated. Data analysis was performed at the inferential level, including structural equation modeling. The results showed that the perception of organizational bullying through organizational commitment has a negative and significant effect on the tendency to leave the service, the coefficient of this effect is 0.35 and the perception of organizational bullying through leadership behavior on the tendency to leave the service has a negative and significant effect. The coefficient of this effect is 0.25 and also the perception of organizational bullying has a positive and significant effect on the tendency to leave the service that the coefficient of this effect is 0.67.

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